Independent Employment Investigations

When the finger pointing begins, the ability to remain impartial can become more difficult.

All workplaces are exposed to employee disputes and misconduct. Some of these will have serious consequences, and will be very stressful for all involved. If the issues are not addressed, then the result can be systemic workplace problems and ongoing costs to you as the employer.

When an employer is dealing with allegations of inappropriate behaviour (such as bullying, harassment or discrimination), engaging an independent party to gather facts, interview parties and provide a summary of facts and opinion, is an efficient and cost-effective way to get an answer that will help you to make a decision.

An employer should carry out a thorough investigation process before responding to a complaint made by an employee. This investigation will ensure that the employer has all the relevant information, enabling the matter to be fully considered before an informed decision can be made. If an employer makes a decision without completing a thorough and fair investigation, they open themselves up to allegations of bias or unfairness which could leave an employer vulnerable to legal action.

As an employer, it is important that any investigation is conducted as soon as practicable after it becomes necessary. If you fail to carry out an investigation quickly, this action could be perceived as you not taking the incident seriously (or worse, the accusation that you even condone the behaviour). There is also the risk that the people involved may not clearly remember details of the incident if there is a delay by you in investigating the alleged issue(s).